Corporations are not people and do not have principles. The purpose of a corporation is to maximize profits, which often conflicts with the interests of its workers. The best way to enforce workers' rights is for lawyers like us to make it expensive for corporations to violate them.

Our firm is dedicated to representing employees and other individuals (including executives, partners, professionals and talent), not employers, in all industries, across all professions, and at all employment levels. As advocates for workplace fairness, our passion and our profession is to help advance the goals of employees and protect their rights against injustices in the workplace.

Our attorneys advise and represent clients in matters involving former employers, current employers, and potential future employers and partnerships. We also represent groups of employees collectively, as well as executive teams in transition. Our international practice reaches across borders to represent and protect multinational employees, executives and partners.

Our lawyers are recognized as some of the most qualified and highly skilled in the field of employment law. Best Lawyersand U.S. News ranked Outten & Golden as “Best Law Firm” in Litigation - Labor & Employment and Employment Law – Individuals. In December 2014, Legal Leaders ranked Outten & Golden “New York Area’s Top Rated Lawyers for Labor & Employment.” Many of our lawyers are AV- rated by Martindale Hubbell and have been recognized by Super Lawyers in the field of “Employment Law – Employee.” Legal 500 recognized O&G as a leader in “Mass tort and class action: plaintiff representation – labor and employment.”

In cases like Ward’s, where she’s accusing a company of violating part of federal civil rights laws, it’s even more galling that she can’t go to a public courtroom, said Peter Romer-Friedman, counsel at Outten & Golden, who represents workers in employment cases.

Forced arbitration means that many workers are cut off from the means of justice. “Workers shouldn’t have to pay exorbitant amounts of money just to have their claims heard,” Romer-Friedman said.

A lawsuit seeking class-action status filed in San Francisco federal court alleges that Wells Fargo denies auto loans to non-U.S. citizens who would otherwise qualify, according to a new story from the San Francisco Chronicle. The lawsuit is specifically about people here under the Deferred Action for Childhood Arrivals program, or DACA, which provides immigrants who came to the U.S. before age 16 with temporary deportation protection, an authorization to work, and the ability to apply for a social-security number.

The Chronicle reports that the lawsuit alleges discrimination of DACA...

Eduardo Peña said the bank committed alienage discrimination against him and a large number of the 800,000 DACA-status individuals who are financially stable by categorically rejecting their car loan applications because they are not U.S. citizens, in violation of the Civil Rights Act of 1866.

We won! Thanks to the courage, hard work, and integrity of the many System Administrators who provided information, assistance, and testimony at deposition and trial, the Plaintiffs and class members prevailed at trial on December 20, 2017. The trial was conducted in seven days spread over two weeks at the federal courthouse in New Haven for the District of Connecticut.

The lawsuit challenges CSC’s policy of misclassifying the lowest two levels of System Administrator (Associate Professional SA and Professional SA) as exempt from the overtime protections of federal and state law throughout...

On February 7, 2017, Outten & Golden LLP and our co-counsel, Lieff Cabraser Heimann & Bernstein LLP, filed a gender discrimination class action lawsuit in federal court in New Mexico against Sandia National Laboratories, a Department of Energy research and development contractor operated by a wholly-owned subsidiary of Lockheed Martin. The case, Kennicott v. Sandia National Laboratories, was brought by three current and former employees on behalf of themselves and all current and former female employees employed by Sandia since December 17, 2008.

On March 6, 2009, Outten & Golden filed suit against Monaco Coach Corporation ("Monaco Coach") seeking to recover 60 days wages and benefits for former employees of Monaco Coach under the Worker Adjustment and Retraining Notification Act (the WARN Act). We contend Monaco Coach ordered mass layoffs on or about March 2, 2009 without providing its employees with advance written notice. Generally, the WARN Act requires companies to provide their employees with 60 days written notice in advance of a mass layoff or plant closing. In the absence of such notice, employers may be liable to each...

On September 15, 2010, Outten & Golden LLP, together with our co-counsel Lieff, Cabraser, Heimann & Bernstein, LLP, filed a class action complaint in New York district court against Goldman Sachs on behalf of three highly credentialed women. The lawsuit accuses Goldman Sachs, a leading global investment banking, securities and investment management firm, of engaging in a pattern and practice of gender discrimination against its female associates, vice presidents, and managing directors. The women allege violations of federal and city laws, including Title VII of the Civil Rights Act of 1964...

Although it's a commonplace that employers do not violate Title VII simply by shortcutting their own internal disciplinary systems, that is not necessarily the case if the disciplinary proceeding itself is motivated in part by gender or racial stereotypes.
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Employment Law Blog

Sexual Innuendos and Gossip Can Create a Hostile Work Environment

By Jennifer Schwartz and Erin Pressman, August 19, 2019

Being the subject of malicious gossip or innuendo in the workplace can sabotage your relationships with coworkers and impede your career prospects. But can this behavior actually rise to the level of a hostile work environment under the law and...

Menaker v. Hofstra Univ., No. 18-3089 (2d Cir. Aug. 15, 2019)

By Paul Mollica, August 15, 2019

Although it is a commonplace that employers do not violate Title VII simply by shortcutting their own internal disciplinary systems, that is not necessarily the case if the disciplinary proceeding itself is motivated in part by gender or racial stereotypes. Today,...